Job Description

DivisionOne India Business DepartmentIndia Business GenericsSub Department 1HRJob PurposeManage end to end life cycle of employee and Work with the Divisional hierarchy in driving entire gamut of people strategy in the DivisionKey Accountabilities (1/6)Partner with business to achieve the strategic objectives set out in the business goal sheet

• Run HR process for business functions for supporting achievement of business objectives
• Identifies processes/procedures in own work area that need improvement
• Recommends process improvement ideas to streamline efficiency/costs/productivity

Undertakes process improvement activities in own work areaImplement workforce plan for the talent pipeline requirements in line with the function or business strategy

• Identifying and developing the right talent to ensure talent availability & development across the business
• Identify needs and plan capability building programs for employees
• Planning & implementing the On Boarding practices to ensure effective orientation for new joiners

Managing attrition across levels and maintain average workforce countKey Accountabilities (2/6)Implement Employee Engagement initiatives across regions to create an engaged workforce

• Implements Employee Engagement activities such as celebrations/ outbound events
• Manages grievance handling and employee motivation
• Takes pulse of employee issues and ensures actions are taken to resolve the same.
• Drafts employee communication mails

Takes steps to promote teamwork in regionSupport the L&D team to identify and drive L&D interventions in the relevant areasSupport the L&D roadmap to enhance employee capabilityInfluences line managers to drive capability building agenda for individuals & teams Identifies and compiles training needs of employeesKey Accountabilities (3/6)Performance ManagementHelping set up and successfully run Performance improvement plan for low performing employeesGoverning Performance appraisal cycle and ensuring feedback and rating communication during year endTalent Acquisition

• Ensuring hiring of talent internal or external within timelines
• Partner with consultants and central TA team to derive hiring plan for the year

Maintain quality of hireKey Accountabilities (4/6)Key Accountabilities (5/6)Key Accountabilities (6/6)Major Challenges

• Dealing with a larger employee base and handling their complexities while managing high levels of ambiguity.
• Multiple Stake Holder Management across locations.

Key Interactions (1/2)Internal External
Business Leaders Recruitment Consultants
Cross functional team like Admin/ Finance/ ITVendors (if any)Key Interactions (2/2)Dimensions (1/2)Managing a span of 40-50 on roll staffOverviewing the governance of 110-150 off roll staffDimensions (2/2)Key Decisions (1/2)

• People budget planning
• Right source of hiring
• Hiring cost
• Development intervention
• Employee specific engagement interventions and related cost
• Structure norms ensuring maximum productivity

Right investigation and conclusion on ER related casesKey Decisions (2/2)Education QualificationPost - Graduate or MBA in Human Resources or its equivalent preferably with a premier instituteRelevant Work Experience2-3 years of experience in implementing HR processes

Cipla